Personnel Management System 1 페이지

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Personnel Management System

News

Personnel Management System

News

Personnel Management System

▣ Personnel System

Ideal Talent

Talent growing with global Korea Powder Metallurgy Co.,Ltd.

Creative Mind	Talent who prepares for the future without giving in to failure with the attitude of aiming for the best
Passion	Self-directed talent who achieves results with sense of ownership through efficient work methods
Cooperation	Working as one team is fundamental. Talent who can help achieve the goals of the entire organization through mutual respect and open communication

▣ Promotion System

Position System

Regular Promotion

As of January 1st of each year, certain evaluation and screening process are conducted for employee who has reached his/her promotion limit

Evaluation System

Dual evaluation conducted into performace evaluation and action-oriented competency evaluation
Applying the results of evaluation to personnel management such as placement, training, and compensation

Salary system based on performance

A system that determines total wages on annual basis based on his/her performance evaluation. It pursues performance-based personnel policy
Salary is differentially awarded depending on individual performance level.

▣ Code of Ethics

We share the company's 'Corporate Philosophy' and the 'Management Principles' established by the management, and we respect the principles of a free market economy
that promotes free and fair competition. Through management activities based on mutual trust and cooperation, we aim to enhance corporate value and pursue the
mutual prosperity of all stakeholders.

Responsibility to Customers

We coexist with our customers, and customers are the foundation of the company's growth and existence

Therefore, we prioritize customer satisfaction as the ultimate criterion for all value judgments and provide the best products and services.

Customer Satisfaction
Respect for Customers
Customer Protection

Basic Ethics of Employees

Employees are the foundation of our company, Hanguk Powder Mining Co., Ltd. Therefore, recognizing that each individual's proper ethics form the basis of corporate

ethics, we strive for each person to become an ethical citizen through fair job performance.

Adherence to Basic Ethics
Rational Collaboration and Fair Job Performance
Harmonious Organizational Culture
Pleasant and Safe Working Environment
Prohibition of Financial Transactions Among Individuals
Prohibition of Workplace Harassment
Prohibition of Discrimination and Harassment in the Workplace

Responsibility towards Employees

The company provides the necessary systems and actively supports employees to become autonomous and creative talents.
Employees, in turn, elevate their own qualities and abilities through autonomous self-development practices.

Respect for Human Dignity
Fair Treatment
Fostering a Creative Organizational Culture

Responsibility towards Partner Companies

We recognize that strengthening relationships with all our partner companies with whom we have business dealings and fostering a mutual partnership is the path to

mutual prosperity. We coexist and cooperate on the foundation of trust and collaboration, understanding that this forms the basis for our success.

Equal and Fair Transactions
Mutual Prosperity
Prohibition of Accepting Gifts, Entertainment, etc.

Social Responsibility

We faithfully adhere to all regulations that a company must abide by, and through sound business practices based on fair competition, we contribute to the development

of our company, the prosperity of our citizens, and the progress of society as a whole.

Compliance with Regulations
Ethical Business Activities
Environmental Protection and Resource Conservation

Fair Job Performance

Unethical Behavior	Code of Conduct
Prohibition of Favoritism and Discrimination	Employees must not favor or discriminate against specific individuals or groups based on reasons such as gender, age, family relations, educational background, religion, or physical/mental disabilities while performing their duties.
Prohibition of Favoritism and Discrimination	In matters of education and promotion, employees should be provided equal opportunities based on their abilities and qualities. Performance and achievements should be evaluated and rewarded fairly
Prohibition of Personnel Solicitation	Employees must not solicit or induce personnel responsible individuals to exert undue influence on matters related to their promotion, transfer, or position.
	Using one's position to unduly intervene in the promotion, transfer, or position of other employees is prohibited.
	Employees must not solicit personnel favors for hiring immediate family members, relatives, or acquaintances within the company.
Prohibition of Unauthorized Use of Budget	Employees must not cause financial harm to the company by using budget allocated for business purposes, such as travel expenses, entertainment expenses, team meals, and business development expenses, for unintended purposes.
	The use of the budget is limited to expenses incurred during business activities and should not involve lending to others, such as family or friends.
	Employees should refrain from using company resources near residential areas during late hours, Sundays, and holidays (for suspicious private use). Engaging in activities related to vice establishments, gambling, and personal use is strictly prohibited.
Prohibition of Information Leakage	Employees must not disclose or provide non-public internal information, such as trade secrets, technological know-how, and business-related information, to clients, colleagues, or third parties.
	Employees must not obtain trade secrets through deception, trickery, coercion, or other illicit means, nor use trade secrets for unauthorized purposes.
	Employees must comply with personal data protection laws and regulations, and must not abandon, disclose, or provide personal information, credit information, financial transactions, or other information obtained in the course of their duties to third parties without proper authorization.
	Employees must not use information obtained in connection with company operations for personal gain.
Prohibition of Unfair Work Instructions	Employees must not give instructions to subordinates that significantly undermine fair job performance in violation of laws or relevant regulations, for the purpose of personal or others' benefits.
	An employee who receives instructions from a superior that violate fair job performance should not comply with such instructions. Instead, they should report the matter internally and await further instructions from the company.
	Employees shall not face any discrimination or disadvantage due to non-compliance with instructions as stated in the second paragraph.
Avoidance of Conflicting Interests in Duties	An employee, when their duties fall under any of the following categories, must consult with their superior or ethics officer about whether to avoid the task and take appropriate action based on the consultation.
	a. When a relative within the 4th degree (as defined by Article 767 of the Civil Code) is involved in the duties.
	b. When there is a financial transaction with a party related to the duties.
	c. When the employee, as a former employee who has retired from the company, had worked in the same department before leaving the company.
	d. When the organization where the employee had previously been employed, or its representative, is involved in the duties.
	e. When the employee or their spouse's direct relatives, siblings, or themselves are employed by a for-profit organization.
	f. Other individuals or organizations that the company deems may present difficulties for fair job performance.
Prohibition of Concurrent Employment	Employees must not engage in dual employment with enterprises operated or engaged in by parties related to their duties or stakeholders.
Prohibition of Concurrent Employment	Employees must adhere to the dual employment prohibition clause in the employment regulations for the purpose of enhancing work concentration. In case of unavoidable circumstances, they must obtain prior approval from the company.
Prohibition of Document Manipulation and False Reporting	All documents reported or received by the company must be accurately and honestly composed, and employees must not report false or distorted information to the management
Prohibition of Document Manipulation and False Reporting	Employees must not follow instructions from superiors to manipulate documents or figures. Furthermore, subordinates who receive such instructions and knowingly allow dishonest manipulation will be deemed equally liable for the violation. Reporting such incidents is mandatory.

Prohibition of Unjust Enrichment

Unethical Behavior	Code of Conduct
Prohibition of Abuse of Power and Position	Employees must not use their positions to gain unfair advantages for themselves or others.
Prohibition of Personal Use	Employees must not publicize, display, or utilize the company's name or position for personal gain or induce others to do so, beyond the scope of their duties.
Prohibition of Mediation and Solicitation	Employees must not exploit their superior or dominant position or friendly relationships in business to undermine fair job performance of other employees for their own or others' unjust gain. Acts such as mediation, solicitation, and exerting undue pressure that could bring social
	Employees must not introduce (mediate) one party related to their duties to another party related to their duties for the purpose of gaining unjust benefits for themselves or others in connection with job performance.
	Employees must not engage in personal requests or favors.
Prohibition of Improper Use of Company Assets	Employees must use company assets only for business activities and approved purposes.
	Employees must not misuse company funds to cause material losses or divert company funds for personal use elsewhere.
	Employees must not use shared assets, such as vehicles or real estate, for personal purposes without proper justification.
	Employees must not engage in the act of falsely claiming expenses that have not actually been incurred (such as submitting false claims for business trips or congratulatory expenses).
Restriction on Using Job-related Information for Trading	Employees must not use internal information obtained during job performance to engage in activities that facilitate financial transactions or investments.
Restriction on Using Job-related Information for Trading	Job-related information refers to technology development-related information domestic and international business-related information various contract-related information such as sales, construction, services, procurement personal information obtained during job performance.
Prohibition of Accepting Money and Gifts	Employees must not promise to accept, request, or receive money, gifts, or presents, regardless of their name, directly or indirectly related to their duties or job, including donations, sponsorships, or contributions.
	The following are listed as prohibited actions regarding accepting money and gifts, and these actions are strictly prohibited:
	a. Receiving cash, checks, securities, or other items that can be easily converted into cash.
	b. Receiving gift cards, presents, memberships (such as gym memberships), and similar items.
	c. Receiving fuel cards, transportation expenses, travel allowances, or similar items when visiting partner companies.
	d. Receiving items beyond social norms, such as promotions, transfers, or gifts during holidays.
	e. Engaging in activities involving debt repayment, loan guarantees, or money lending.
	f. Receiving sponsorships (money, gifts, etc.) or support related to events such as outings, sports competitions, and similar activities.
	If any of the following apply, they do not fall under the category of receiving money, gifts, or presents, etc.:
	a. Gifts provided by a superior to a subordinate for the purpose of encouragement, reward, etc. among internal employees.
	b. Commemorative items or promotional materials distributed to an unspecified group of people.
	c. Discounts or promotional items that are universally allowed for everyone.
	d. Gifts provided to employees in difficult situations due to illness, disasters, etc., for the purpose of assistance.
	e. Other gifts or items allowed according to social norms.
Prohibition of Bribery and Entertainment	Employees must not accept or receive excessive entertainment or hospitality beyond socially acceptable norms from stakeholders or parties related to their duties.
	If any of the following apply, they do not fall under the category of bribery, entertainment, etc.:
	a. Meals or conveniences provided within the scope of common practices when necessary during the course of job performance.
	b. Conveniences such as transportation or accommodation provided uniformly by event organizers to participants at job-related official events.
	c. Event expenses borne by stakeholders in official gatherings or events approved by the company or in cases where stakeholders are responsible.
Prohibition of Cost Transfer	Employees must not invite job-related parties to business entertainment or departmental gatherings and burden them with costs, present receipts, demand or receive settlement amounts.
	Employees must not request expense reimbursement for domestic or international business trips from stakeholders or demand personal expense reimbursement from stakeholders.
	It is prohibited to induce job-related parties to pay expenses when meeting at venues such as departmental gatherings. If an employee has paid expenses in advance, they must not cancel the payment unless it is impossible, and if necessary, they must report to superiors and reimburse the employee through petty cash or expenses.
	Employees must not receive free goods or excessive discount benefits related to stakeholders or job-related parties.
Prohibition of Private Work Demands	An employee must not provide, request, or promise personal services from/to individuals related to their job responsibilities or other employees based on the exercise of their job authority or de facto influence derived from position or role.

Establishment of Fair Trade Order

Unethical Behavior	Code of Conduct
Prohibition of Obscure Contracting and Execution	Employees must carry out their duties fairly and transparently in accordance with the relevant laws, regulations, and internal procedures governing antitrust regulations, fair trade, subcontracting, bidding, contracting, and contract execution practices implemented by the company.
Prohibition of Obscure Contracting and Execution	Employees must not violate the procedures stipulated by relevant laws and regulations during the course of their duties, nor engage in prohibited activities such as demanding prohibited gifts or benefits, coercing unfair trade conditions through their dominant position in transactions, or making inappropriate requests like interfering with management.
Prohibition of Forced Purchasing	Employees must not coerce the counterpart in subcontracting transactions to purchase or use specified goods or equipment, unless there are valid reasons such as quality maintenance or improvement.
Prohibition of Unfair Fee Determination	Employees must not engage in inappropriate behavior or adopt directive or coercive attitudes that create an atmosphere of intimidation through face-to-face interactions or phone conversations with subcontractor personnel during subcontracting duties, which could damage the company's reputation.
Prohibition of Unfair Subcontracting Practices	Employees must refrain from engaging in the following actions to prevent hindering fair opportunities in vendor selection.
	It is prohibited to restrict participation with the intent to select specific companies or exclude preferred companies.
	a. Selecting trade conditions such as price and quality exclusively.
	b. Restricting the trade area without reasonable justification.
	c. Limiting trading partners for inappropriate reasons.
	It is prohibited to discriminate in favor of preferred companies by granting privileges or disadvantaging disliked companies.
	a. Applying discriminatory delivery prices or different quality standards.
	b. Adjusting trade volume or determining trade priorities through collusion.
	c. Advocating for specific companies to maintain relationships like protection of existing companies, personal connections, or affiliations.
Prohibition of Copyright Infringement	All employees must use authorized and licensed software, and must not use illegal software.
Prohibition of Copyright Infringement	If the company incurs losses due to an employee's use of illegal software, and if it is determined that the individual is responsible after a thorough investigation, the company may require the individual to reimburse a predetermined amount of the company's losses.

Fostering a Healthy Workplace Culture

Unethical Behavior	Code of Conduct
Prohibition of Non-transparent Contract Execution	Employees should proactively set an example to establish a healthy culture of celebrating life events.
	Employees must not disclose their own or other employees' personal matters to stakeholders or publicly announce personal events through advance notice, notification, or through superiors, colleagues, or subordinates, in order to establish a healthy culture of celebrating life events.
	Employees may notify personal events in the following cases:
	a. Notification regarding job-related individuals or relatives.
	b. Notification regarding current or former employees of the organization where the employee is currently employed or has worked in the past.
	c. Notification through internal communication networks within the company, such as the company's intranet, which is accessible only to company employees.
	d. Notification regarding membership in religious or social groups that the employee is affiliated with.
	e. Notification to the general public through newspapers, broadcasts, or similar means.
	f. Limited notification to specific individuals due to a relationship of interest or ongoing friendly connection.
	Employees must not accept gifts or money related to life events from stakeholders or individuals related to their job responsibilities. However, there are exceptions where the scope of such acceptance does not contradict societal norms, social standards, and the 'Act on Prohibition of Improper Request and Provision/Receipt of Money and Valuables,' and the amount remains within limits. Gifts or money related to life events exchanged between employees within the company are allowed as exceptions.
	Employees must not accept flower arrangements, potted plants, or similar items from stakeholders or individuals related to their job responsibilities in relation to personnel changes, promotions, or appointments. Congratulations should be conveyed through email or phone calls as preferred means. However, there are exceptions where the scope of such acceptance does not contradict societal norms, social standards, and the 'Act on Prohibition of Improper Request and Provision/Receipt of Money and Valuables,' and the amount remains within limits.
	If, unavoidably, you have received congratulatory flower arrangements, potted plants, or similar items that go against the guidelines, you should return them to the sender and express your gratitude and apologize politely for declining the gift.
	Internal employees' life event expenses should be carried out within the scope of common practices and cultural norms, especially adhering to the tradition of respect for customs. When life events of superiors occur, extra care should be taken to ensure that the supplementary expenses are reasonable and do not deviate from accepted norms, avoiding any negative implications.
	Personal gifts for celebrating internal employee, affiliate, or subsidiary employee transfers, promotions, etc., cannot be expensed by the company.
Prohibition of Clan Formation	Employees must not create factions or form clans based on blood relations, personal connections, or affiliations within the workplace. Such actions, including forming cliques, are prohibited, and any activities that involve personnel interventions or exerting influence on work are strictly forbidden.
Prohibition of Monetary Lending and Debt Guarantees	Employees must not engage in borrowing or lending money with fellow employees, stakeholders, or individuals related to their job responsibilities, nor accept free use of properties such as real estate. (Exception for relatives within fourth degree of kinship)
	Receiving interest payments from stakeholders or individuals related to job responsibilities for money lending, regardless of the reason, is considered as receiving gifts, without exception.
	Employees must not demand payment or repayment of debts from fellow employees, stakeholders, or individuals related to job responsibilities. Such actions are considered as receiving gifts.
	Employees must not request guarantees or collateral from stakeholders or individuals related to job responsibilities when obtaining loans. Such actions are considered as receiving gifts.
	Employees must not lease, borrow, or accept collateral for personal or immediate family benefit from stakeholders or individuals related to job responsibilities. Such actions are considered as receiving gifts.
Prohibition of Unfair Subcontracting Practices	Employees must not engage in the following actions to obstruct fair opportunities in vendor selection.
Prohibition of Unfair Subcontracting Practices	It is prohibited to restrict participation with the intent to select specific companies or exclude preferred companies.
Prohibition of Guaranteed Future Actions	Employees must not demand or accept offers, promises, or arrangements, similar to employment or job referrals, from stakeholders or individuals related to job responsibilities after retirement.
Prohibition of Guaranteed Future Actions	Employees must not demand or accept offers or promises that guarantee benefits, such as future transactions, from stakeholders or individuals related to job responsibilities after retirement.
Prohibition of Monetary and Material Benefits Extortion	Employees must not extort money, gifts, or other forms of payment from individual employees without their consent or against their will, under the pretext of departmental gatherings, celebrations, or life events.
Prohibition of Monetary and Material Benefits Extortion	Employees must strictly adhere to the company's guidelines for the provision and use of various support expenses provided by the company. Engaging in deceptive practices to circumvent these guidelines is not allowed.
Prohibition of Gambling Activities	Employees must not engage in gambling activities, including gambling, horse racing, illegal sports betting, and illegal gambling games, with fellow employees or with stakeholders and individuals related to job responsibilities. Furthermore, employees must not promote, encourage, or coerce such activities.
Prohibition of Violation of Basic Human Rights	Employees must always respect and consider each other to foster a healthy organizational culture. They must refrain from engaging in behavior that could infringe upon individual's basic human rights, including but not limited to, verbal abuse, insults, humiliation, and threats.
Prohibition of Violation of Basic Human Rights	Employees must continuously strive to create a healthy workplace culture, refraining from excessive alcohol consumption and other behaviors that undermine proper conduct.
Prohibition of Sexual Violence	Employees must never engage in any form of sexual violence (such as sexual harassment, sexual assault, or any behavior that violates an individual's sexual autonomy) that infringes upon an individual's right to sexual self-determination among fellow employees or individuals related to job responsibilities.
	Employees must not engage in any form of sexual harassment (physical, verbal, or visual) that induces sexual temptation or humiliates others sexually among fellow employees or individuals related to job responsibilities.
	a. Touching or making physical contact with specific body parts.
	b. Using sexual analogies about appearance, making lewd jokes, using obscene language, etc.
	c. Asking about sexual experiences or spreading sexual information.
	d. Making sexual comparisons or evaluations about someone's appearance.
	e. Posting or showing explicit photos or drawings.
	f. Exposing one's body or staring at specific body parts of others.
	g. Forcing alcohol consumption or dancing at gatherings like company dinners.
	h. Any other behavior that, according to societal norms, induces sexual humiliation.
Prohibition of Workplace Harassment	Employees must not use their position or relationship of superiority in the workplace to inflict physical or psychological pain on other employees or worsen the working environment beyond reasonable limits.
	Employees must not engage in the following behaviors through the use of their superior position:
	a. Acts such as physical threats, assault, continuous or repetitive verbal abuse.
	b. Assigning menial or almost no work tasks not specified in the employment contract.
	c. Forcing participation in drinking, smoking, or social events without consent.
	d. Engaging in group isolation, deliberate exclusion or ignoring during work processes.
	e. Unjustifiably denying recognition of work abilities or performance and ridiculing.
	f. Unjustifiably restricting benefits such as leave, sick leave, etc.
	g. Deliberately gossiping about personal matters or spreading rumors.
Prohibition of Non-compliance with Legal Education	Employees must diligently complete the mandatory legal compliance education conducted by the company annually and strive to implement the knowledge gained.
Prohibition of Non-Intervention in Violations	Employees must not ignore or aid violations of the Ethics Management Guidelines if they become aware of such incidents. They must report them using the committee members, ethics officer, or internal reporting system.
	The ethics officer must promptly verify and investigate the reported information. In the following cases, the investigation may be concluded without verifying the facts:
	a. If the reported subject is irrelevant or the violation is minor with no investigative value.
	b. If the reported content is ambiguous and lacks sufficient evidence to verify the facts.
	c. If the investigation and actions have been completed by the ethics officer or relevant department due to prior reporting.
	d. If the report is deemed to be harmful to a specific individual rather than factual.
	The ethics officer may conduct investigations or engage external organizations to verify the reported information.
	Whistleblowers shall be guaranteed confidentiality within the limits allowed by law, and measures shall be taken to prevent any reprisals resulting from the act of whistleblowing. Those who discriminate against or retaliate against whistleblowers shall be held accountable and subject to disciplinary actions
	Within the boundaries permitted by applicable laws, the company has the authority to monitor employees' emails, internet usage, computer files, and other items and records stored within the company.